Fitness For Duty
Evaluations (FFDs)
A personalized assessment of an individual’s psychological capacity to work.
Not a One-Size Fits All Approach
Equipping leaders so they can make confident and defensible employment decisions
When faced with an employee who is acting out of character, exhibiting concerning behavior, or there are concerns with their mental ability to safely perform their job, it can be a challenging and disruptive situation to be in. It is, however, imperative that you can confidently take the right form of action that is in the best interest of the employee and the organization. A fitness for duty evaluation (FFD) can provide the information and support needed to help you with making a confident decision on next steps.
Keep in mind when choosing a trusted partner to perform FFDs that every employee’s fitness-for-duty is unique and requires more than a one-size-fits-all approach. Within your initial call to R3, we assess all relevant information to ensure you are matched with the most appropriate solution for your situation. Our fitness for duty evaluations are specialized medical-legal evaluations of an employee, which leverage best-practice psychological assessment protocols to deeply understand how the employee is functioning and what barriers, if any, might negatively impact their ability to perform their job duties.
Recommendations are offered to help improve or remedy the problem so the employee may safely and effectively return to work.
Note: Should there be a potential for violence, we offer an FFD option with violence screening.
Components of a Fitness for Duty Evaluation (FFD):
- Face-to-face, clinical interview of the employee
- Psychological/neuropsychological testing and assessment to determine functional capacity to work
- Collateral interviews as requested with treating providers, family, friends, or co-workers
- Review of the employee’s diagnosis, prognosis, treatment plan, and estimated timeframe for recovery
- Collateral contact as requested with current treatment team and management
- Identification of functional limitations and restrictions as applicable
- Recommendations provided for workplace modifications and treatment
When to engage: Situations that warrant an FFD.
- When management or staff observe a noticeable change in an employee’s behavior or performance.
- When there is reasonable belief, based on objective evidence, that due to the employee’s medical or mental health condition, the employee will be unable to perform essential job functions.
- An individual is returning from FMLA or another type of leave and you would like to determine their ability to perform their essential job functions upon returning to work.
- Individual is exhibiting signs of increased hostility or anger
What you can expect: Unbiased expertise.
We know that there is likely a difficult situation that you are navigating with an employee that has led you to needing a FFD. R3 is committed to ensuring you receive an unbiased, third-party opinion on the situation, that provides you with the information needed to make a confident and defensible employment decision.
Fitness for Duty Evaluation with Violence Screen (FFD-VS)
Workplace violence risk assessments that equip leaders to create safer workplaces
A fitness for duty evaluation with violence screen (FFD-VS) includes the same psychological capacity assessment as a standard FFD. It also screens for violence using a validated 21-point model of risk factors, helping identify whether an employee may be likely to commit violence in the near future.
Don’t leave the safety of your organization to chance. Ensure the support received is provided by experts who understand both the clinical and violent mind.
Additional Components of an FFD-VS:
- Screen for and identify prominent and foreseeable violence risk factors
- Identify any functional limitations and restrictions specifically related to problems with anger, hostility, or aggression and the predictable impact on work performance
- Recommendations for workplace safety
When to engage: Situations that warrant an FFD-VS:
- When questions about an employee’s ability to perform essential job duties involve concerns about anger, hostility, or threats to harm others
- When an employee has communicated a threat of violence, thoughts of self-harm, thoughts of harm to others, thoughts of or preoccupation with revenge, anger, or having been wronged
- When an employee has demonstrated harassing, stalking, or obsessive behavior
- When an employee has acted in an unusual manner or has been agitated
R3 Can Help
Key benefits of utilizing R3 as your FFD provider:
Reinforced
Safety
Equipped
Leadership
Confident Employment Decisions
